The motivating potential of teams: Test and extension of Chen and Kanfer's (2006) cross-level model of motivation in teams

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A Cross-Level Test of Empowerment and Process Influences on Members’ Informal Learning and Team Commitment (2015, background): “For example, team processes have been shown to result in positive cross-level effects on individual outcomes such as one’s motivation over time (Chen et al., 2009).”
Knowledge sharing, knowledge leaking and relative innovation performance: An empirical study (2015, background): “Furthermore, at least to a certain extent, they coordinate their efforts to achieve common goals (Chen et al., 2009).”
The Dynamics of Emergence: Cognition and Cohesion in Work Teams (2012, background): “Subsequent research demonstrated how team regulation processes, having emerged from individual interactions, served as a higher level context that shaped team members’ self-regulation (Chen et al., 2009).”
The Etiology of the Multilevel Paradigm in Management Research (2011, background): “In a pair of organizational behavior–focused laboratory studies, Chen et al. (2009) modeled individual motivation processes nested in the context of teams.”
Advancing research on team process dynamics (2015, methodology): “…2010a, 2010b), motivational and affective factors (i.e., team cohesion, efficacy, potency, trust, and conflict; Dierdorff, Bell, & Belohlav, 2011; Langfred, 2007), and behavioral factors (i.e., team process behaviors, regulation, and adaptation; Chen et al., 2009; DeShon et al., 2004).”